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This document contains 162 papers and innovative sessions, two poster sessions presented at a conference on human resource development (HRD). A program overview, author index, and a keyword index are also included. The papers are grouped by the conference's 56 symposia, which were devoted to the following topics: HRD with International and Multinational Groups; Learning in Communities; Learning Measurement and International HRD; Gender in HRD; Intellectual Capital and Human Capital Theory; Connecting Education and Practice; Formal and Informal on-the-job Learning; International Human Resource Development; HRD Methods and Tools; Considerations for Distance Education; Gender and Mentoring; Emotions in Organizations; Creativity and Aesthetics; Collaboration; Cross Cultural Training; Strategic Human Resource Development; Learning; Mentoring; Organizational Commitment; Knowledge Management; Defining Human Resource Development; Exploring International Human Resource Development; Change in International Human Resource Development; Supervisory Social Support; Organizational Learning and Culture; Education Customization; Executive Training and Development; Diversity Programs and Initiatives; Learning Assessment; Culture and Organizational Socialization; Theoretical Frameworks of Performance and Human Resource Development; Human Resource Development in Law Enforcement; Motivation; Human Resource Development Policy in Asia; Diversity's Impact on Change and Learning; The Future of Career Development; Organizations and Change; Theorizing Human Resource Development; Adult Learning Theory and Defining Training and Development; E-learning and Culture; Relating Human Resource Development and Human Resource Management; Performance Appraisal; Perceptions of Online Education; Learning Transfer and Human Resource Development Effectiveness; Human Resource Development Degree Programs; Technology Perceptions; Virtual Teams; Ethics; Assessing Online Learning; Emotions at Work; Competence in Human Resource Development; Human Resource Development Faculty; Professional Development; Leadership; Graduate Student Research Skills; and Quality Management. Most of the papers include substantial bibliographies.

Blue Springs State Park and Forever Wild Tract encompasses approximately 82 ha in the Choctawhatchee River watershed of Barbour County, Alabama. Located in southeastern Alabama, the study area is included in the Level IV ecoregion of the Southeastern Plains known as the Southern Hilly Gulf Coastal Plain. Due to the presence of a natural spring along a tributary of the West Fork of the Choctawhatchee River, the state park was designated and formed in 1963. To increase recreational opportunities on hiking trails and to add natural habitats to the state park, the Forever Wild Program purchased an adjacent tract in 2013. Natural plant communities at Blue Springs State Park and Forever Wild Tract range from hardwood swamp forests and bottomland hardwood forests along the Choctawhatchee River, to southern mixed hardwood forests on river bluffs and along streams, to branch bay swamps, springs, and seepage areas, and upland mixed pine-hardwoods. Ruderal habitats include sandy fields, powerline rights-of-way, mowed lawns, and roadsides. Trips to document and voucher woody plant taxa were initiated August 2023 and continued through November 2023, as a part of a Dendrology course at Troy University. Herbarium specimens were prepared for deposit in The Alabama Natural Heritage Section Herbarium (ALNHS). To date, a total of 137 taxa from 89 genera and 56 families have been collected. Noteworthy species include Sideroxylon thornei (G3/S1) and Stewartia malacodendron (G4/S2S3). Families with the most taxa present are: Fagaceae (13), Rosaceae (13), Smilacaceae (8), and Ericaceae (7). Approximately 10% of the taxa are considered non-native to the study area. [ABSTRACT FROM AUTHOR]

Among millions of international students who study in the U.S. every year, who stay and work in the U.S. and build their life as an immigrant, and what drives their decisions? Drawing from Social Dominance Theory, we analyzed the intersection between country of origin and gender on global professionals' staying rate in the U.S. and proposed social status prospects to be an important driver of their migration decisions. In Study 1, utilizing the H1B visa data, we found a relatively higher rate of female stayers in EA professionals (vs. those outside EA) and a relatively lower rate of female stayers in Northern and Western European professionals (vs. those outside NW Europe). In addition, utilizing the political gender parity scores, we found that high male advantage of social status prospects in their home country and low male advantage of their heritage group in the U.S. can explain a relatively higher rate of female stayers. In Study 2, we conduct an experiment on young professionals in China and test how men and women react differently towards gender parity conditions among EA Americans in the U.S. in terms of their status prospects and, thus, their intention to work in the U.S. [ABSTRACT FROM AUTHOR]

In this paper, we review the literature and examine the potential effects of out-migration on home-country entrepreneurship, taking into account the differential effects of host and home countries' entrepreneurial orientations and cultures. We adopt a resource-based theory and conjecture that all things being equal, out-migration affects home-country entrepreneurship through the activities of return migrants, remittances, and knowledge transfers. However, we recognize that the true effects of out-migration are enhanced or moderated by differences in entrepreneurial cultures of the host and home countries as well as the entrepreneurial orientation of the migrant. [ABSTRACT FROM AUTHOR]

Most entrepreneurial activities are undertaken by a group of entrepreneurs rather than individuals by themselves. This study analyzes the entrepreneurial potential construct at team level and explores multilevel influences between entrepreneurial potential dimensions at the team level and individual reasoning strategies – effectuation and causation. Using a sample of 47 entrepreneurial teams, we tested aggregation indexes to support the team entrepreneurial potential construct. Results indicated that team creativity and team innovation had a positive effect on causation; and team communication and persuasion, team resource mobilization and team entrepreneurial self-efficacy had a positive effect on effectuation. Theoretical and managerial implications are drawn for team-level processes of entrepreneurship. [ABSTRACT FROM AUTHOR]

Entrepreneurship among students can be influenced by multiple contexts where it is embedded including university context and national culture. They are highly interconnected because student entrepreneurship can be affected not only by university entrepreneurial environment where they can get their first resources but also by perception how useful these resources are and how desirable and feasible the entrepreneurial activities are considered in a given society what is reflected in national culture. Based on double embeddedness perspective we study the role of university entrepreneurship-related offerings in different countries in encouraging student start-up activities, and provide a deeper insight into the role of cultural contexts in facilitating or discouraging these entrepreneurial initiatives. [ABSTRACT FROM AUTHOR]