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OLPD

330 Wulling Hall
86 Pleasant Street SE
Minneapolis, MN 55455

Fax: 612-624-3377

Undergraduate Studies:
612-624-3640
ugolpd@umn.edu

Graduate Studies:
612-624-1006
olpd@umn.edu


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Peterson

Shari Peterson

Associate Professor


Ph.D., University of Minnesota, education
M.A., University of Minnesota, education
B.A. Drake University, business administration

Org Leadership, Policy/Dev
410J Wulling Hall
86 Pleasant St S E
Tel: 612/624-4980

Areas of Interest

Organizational and institutional cultures as related to:
Strategic human resource development
Employee turnover
Organizational learning
Student persistence
Faculty satisfaction

Profile

Research
Organizational cultures and climates are at the center of my research. I am particularly interested in how various dimensions of those cultures and climates impact the organization and its employees. Sometimes the terms culture and climate are used interchangeably and sometimes differentiated in the literature. Culture and climate are important constructs because of the magnitude of their influence on a variety of dimensions of organizational and institutional life. My most recent research has focused on the impact of organizational culture on employee turnover, organizational environments that support human resource development (HRD) as a strategic partner, the environment in which employer-sponsored learning takes place, and coaching.

Teaching
I currently teach master's and doctoral level courses, primarily research courses and strategic human resource development. In that role, my goal is to encourage and facilitate critical thinking and high academic performance. Thus, I challenge learners to stretch their limits, not for me, but for their own professional, intellectual, and personal development. To that end, I teach with passion—for the subject, for their growth, and for the profession.

Selected Publications

  1. Hagen, M. & Peterson, S. (In press). Measuring coaching: An analysis of behavioral and skill-based managerial coaching scales. Journal of Management Development.

  2. Hagen, M. & Peterson, S. (2014). Coaching scales: A review of the literature and comparative analysis. Advances in Human Resource Development, 16(2), 222-241.

  3. Peterson, S. & Hahn, H. (2013). Foundational Theories of HRD: Twenty Years in the Making. In D. Chapman (Ed.) Academy of Human Resource Development, 2013 Conference Proceedings (Session 33, on disc).

  4. Peterson, S., Hahn, H., Stello, C, & Center, B. (2012). Redesign of a model of managerial employee turnover. Proceedings of the International Conference on Human Resource Development Research and Practice Across Europe: The Future of HRD—2020 and Beyond (pp. 85-91). Famalicao, Portugal: University of Lusiada.

  5. Peterson, S., & Mago, S. (2012). The professional development of career college faculty. Proceedings of the International Conference on Human Resource Development Research and Practice Across Europe: The Future of HRD—2020 and Beyond (pp. 913-919). Famalicao, Portugal: University of Lusiada.

  6. Peterson, S., Quast, L., Center, B., & Chung, C. (2012). Managerial behavior representative of a strategic organizational culture and the risk of managerial career derailment. In J. Wang (Ed.) Academy of Human Resource Development, 2012 Conference Proceedings (pp. 1775-1784).

  7. Peterson, S. & Garavan, T. (2010). A pilot study: Toward validating a systems model of strategic HRD. AHRD 9th International Conference of the Academy of Human Resource Development (Asia Chapter): Workplace Learning and Sustainable Development for Individual, Organization, and Society (pp. 213-223). Shanghai, China: East Normal China University. [Framed the research that operationalized the theoretical model of strategic HRD (Peterson, 2008)]

  8. Peterson, S. (2010). Employer sponsored learning in the workplace. In C. Kasworm, A. Rose, & J. Ross-Gordon (Eds.), The 2010 handbook of adult and continuing education, (pp. 243-252). Thousand Oaks, CA: Sage Publications.

  9. Peterson, S. (2009). The feasibility of a theoretical elaboration of workplace learning: A preliminary discussion. In J. Storberg-Walker (Ed.) Academy of Human Resource Development, 2009 Conference Proceedings (pp. 1195-1196). Washington, D.C.: AHRD.

  10. Peterson, S. (2009). Career-decision-making self-efficacy and the likelihood of retention in government agencies. Human Resource Development Quarterly, 20(4), 451-475.

  11. Peterson, S. & Hanes, L. (2008). Operationalizing a model for strategic human resource leadership. Proceedings of International Conference on Human Resource Development Research and Practice Across Europe. Lille, France: IESEG School of Management

  12. Peterson, S. (2008). Creating and sustaining a strategic partnership: A model for human resource development. Journal of Leadership Studies, 2(2), 82-94.

  13. Peterson, S. (2007). Managerial turnover in U.S. retail organizations. Journal of Management Development, 26(8), 770-789.

  14. Peterson, S. (2006). Strategic human resource development: Sustaining organizational cultures and retaining employees. International Journal of Knowledge, Culture, and Change Management (Vol. 6), 79-86.

  15. Updated October 2014