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As technology-mediated communication improves, many organizations increasingly use new types of collaborative online tools to promote team-based learning and performance. The purpose of this study is to explore how virtual team leaders cope with process challenges in developing a context for team creativity.

The authors interviewed nine leaders who have worked for more than five years and managed virtual teams in different fields.

This research uncovered distrust, personality differences, generational differences in views, scheduling issues and technology difficulties as the top five inhibitors for virtual team creativity and success. The authors identified seven main strategies for developing virtual team creativity and success. The authors found that building “team norms” and guidelines to encourage positive interactions between team members can facilitate team creativity. In addition, a concept of trust-based open communication was identified as one of the important strategies when teams actively use technology-mediated communication tools.

Organizational practitioners can use the results of this study when developing knowledge to establish assessments regarding which employees possess the appropriate characteristics to lead virtual teams and implement virtual team training.

This study emphasizes the importance of technology in professional lives by showing how technology-mediated work leads to success in learning and producing creative ideas and performance in a virtual team environment.

The purpose of this paper is to identify how intervention research weighed in nonintervention research in the field of human resource development (HRD) by examining the number, citation frequency and use of experimental studies in HRD academic journals.

A total of 2,700 articles published between 1990 and 2014 from Advances in Developing Human Resources (ADHR), European Journal of Training and Development (EJTD), Human Resource Development International (HRDI) and Human Resource Development Quarterly (HRDQ) were reviewed and analyzed to identify 91 experimental studies in the field.

The total citation frequency of the 91 articles was 1,100 (14 from ADHR, 222 from EJTD, 56 from HRDI and 808 from HRDQ). The authors reviewed the 1,100 subsequent studies that cited 91 experimental research studies and coded them to identify the research methods that each article adopted and to determine whether the studies used the citation to make causal statements. As a result, the authors found 459 causal statements from 1,100 citations. In particular, they identified the citation frequency of the causal statements used in nonintervention research to examine how often nonintervention studies used causal statements from intervention studies.

The results of the citation frequency could be different according to the search engines and timeframes. Books, technical reports, non-English studies, non-academic articles and inaccessible articles were not considered in this study. Theoretically, this study aimed to illuminate the magnitude of HRD experimental research conducted over 25 years and to what extent it influenced non-experimental studies. In addition, this study emphasized the importance of using the causal statements from experimental research to improve empirical validation in other studies.

When HRD practitioners need to identify alternative interventions to replace previous ones or to justify the use of specific interventions, they could consider causal statements from empirical studies as valid evidence. Further, HRD practitioners might collaborate with researchers to receive more direct and relevant information from experimental research.

Significantly, this study provides an integrative review of experimental research conducted in the field of HRD in terms of the number, citation frequency and proportion of using experimental research. An additional contribution is that it summarizes the research methods used in HRD studies over 25 years.

This paper aims to study the effects of perceived organizational support (POS) on employees’ knowledge sharing intention (KSI). More specifically, this study examined whether these effects are moderated by job characteristics (JCs) and are mediated by organizational citizenship behavior (OCB).

Data for 426 employees were collected via an online questionnaire from four IT companies in South Korea. Combined effects in the variable set were analyzed using conditional process analyses (Hayes, 2013).

The results indicate that POS positively affects OCB and KSI, and that JCs moderate the relationship between POS and OCB. Also, the relationship between POS and KSI is mediated by OCB, and the hypothesized moderated mediation model is confirmed.

This study is novel in empirically establishing how employees’ KSI is affected by POS as an integrative construct bringing together JCs and OCB. This paper intends to fill a methodological gap and nurture future research by adopting conditional process analyses assessing whether JCs moderate the relationship between POS and OCB and mediate the effects of OCB on KSI.

The aim of this paper is to offer a comprehensive overview of the field of international human resource management (IHRM) research by tracing its evolutionary development over a 24-year period. The study seeks to understand how the field has progressed by considering historical research themes and their subsequent integration into more recent scholarly work, thereby identifying current and emerging research trends.

This paper employs bibliometric analysis to examine the evolutionary path of IHRM research from 1995 to 2019. A dataset of 1,507 articles from journals specializing in IHRM, international business and general management was created. Analysis at the keyword, thematic and network levels was conducted to identify trends, historical context and the interrelatedness of research themes.

The analysis reveals that IHRM research has gone through several phases of thematic focus, from initial emphasis on cultural differences and expatriate management to more recent topics like global talent management and digital transformation. Earlier research themes continue to be incorporated and re-contextualized in modern scholarship, highlighting the field’s dynamic nature.

This paper is one of the first to use a bibliometric approach to systematically examine the evolution of IHRM research. It not only provides a historical perspective but also outlines future research trends, incorporating the institutional logic perspective. The findings offer deep insights that are valuable for researchers, practitioners and policymakers interested in the development of IHRM research and its practical implications.