Research

My research sits where human resource development (HRD), organizational behavior, and analytics meet. The full account is in the Research Statement; this page gives the short version and points to the details.

Research Areas

AI and the Changing Nature of Work

How professionals notice, interpret, and respond to AI-driven changes in their work. A three-paper series builds on the Awareness–Perception–Envisioning–Management (A-PEM) process model (conceptual paper, qualitative study, fuzzy-set QCA). Related work covers employee resistance to enterprise AI systems, AI and critical thinking in business education, and AI in organizational learning.

Digital Transformation Training in SMEs

How digital-transformation training works in Korean small and medium-sized enterprises: how far training outcomes extend, and how firm size and the fit between technology and environment shape training effectiveness.

People Analytics and HR Analytics

The use of data and analytics in workforce decisions and HRD, including the research landscape of people analytics and its future needs.

Knowledge Sharing, Social Capital, and Organizational Behavior

How socially constructed relationships and organizational support shape knowledge sharing, learning relationships, and retention.

The Intellectual Structure of HRD and HRM Research

Bibliometric, social-network, and topic-modeling studies that map how HRD and HRM research has developed: collaboration networks, keyword networks, and research topics in the field’s journals.

Methods

Bibliometrics · social network analysis (including ERGM and relational event models) · computational topic modeling (LDA, STM) · qualitative comparative analysis (fsQCA) · response-surface analysis · qualitative coding with grounded-theory procedures.

Where to Find More