Abstract
Despite a growing body of work on resilience during and post-COVID-19 pandemic, there is a notable absence of research that seeks to advance understanding of the relationship between Human Resource Development (HRD) and career resilience and how they are linked through gender. This paper therefore explores the moderating role of gender in the impact of HRD practices and career resilience.
Quantitative data were collected from 504 non-managerial and managerial staff at 57 Egyptian organizations. A multilevel approach was applied. HRD practices have a positive impact on some career resilience attitudes and a negative impact on others. The results indicated that the associations between HRD and career resilience were affected by gender. The findings also revealed that female employees were less resilient than males. The relationship between an organization and all its employees is governed by the social exchange and norm of reciprocity frameworks and justify the economic investment in HRD for organizations and society. When discussing HRD and career resilience, practitioners must consider the variance of gender and consider the gendered system, gender equality, and gender role theory.