Showing papers in "International Journal of Human Resource Management in 2021"
TL;DR: Although academic production in intelligent automation has grown rapidly, there is still a comprehensive understanding of the impacts of the utilization of artificial intelligence and robotics, and a need to understand these impacts in more detail.
Abstract: Although academic production in intelligent automation (e.g. artificial intelligence, robotics) has grown rapidly, we still lack a comprehensive understanding of the impacts of the utilization of t...
199 citations
TL;DR: The authors argue that a high commitment human resource (HCHR) strategy leads to firm competitive advantage by leveraging the resource-based view of the firm to argue that HCHR leads to a firm's competitive advantage.
Abstract: Strategic human resource management scholars have drawn on the resource-based view of the firm to argue that a high commitment human resource (HCHR) strategy leads to firm competitive advantage by ...
82 citations
TL;DR: In this paper, Artificial Intelligence has been presented as a powerful tool in human resource management (HRM), but little academic research exists on the topic, and the present study introduces the technology.
Abstract: Artificial intelligence (AI) has been presented as a powerful tool in human resource management (HRM), but little academic research exists on the topic. The present study introduces the technology,...
67 citations
TL;DR: In this paper, the authors discuss the changes in work and its management, particularly where work is performed away from an employer's premises through remote working, and discuss the benefits of remote working.
Abstract: Continuing advances in digital technology are producing widespread changes in work and its management, particularly where work is performed away from an employer’s premises through remote working. ...
65 citations
TL;DR: In this article, the authors present a system for monitoring how cumulative insights develop in human resources practices, which is a challenge in the field of SHRM, with the growing number of studies investigating employee perceptions of HR practices.
Abstract: With the growing number of studies investigating employee perceptions of HR practices, the field of SHRM is challenged with monitoring how cumulative insights develop. This paper presents a systema...
59 citations
TL;DR: In this article, the authors examine the extent to which the appointment of employees to the board of directors influences market perceptions of environmental, social and governance (ESG) performance using a...
Abstract: In this paper, we examine the extent to which the appointment of employees to the board of directors influences market perceptions of environmental, social and governance (ESG) performance. Using a...
58 citations
TL;DR: In this article, the authors explore the influence of intellectual capital on firm performance, considering the mediating role of innovation speed and quality, and develop a research model to evaluate the impact of IC on the firm performance.
Abstract: The purpose of this study is to explore the influence of intellectual capital (IC) on firm performance, considering the mediating role of innovation speed and quality. We develop a research model b...
58 citations
TL;DR: A scenario wherein intelligent machines would execute routine tasks performed by humans, thus, relieving them to engage in creative pursuit, is envisaged by proponents of artificial intelligence.
Abstract: Proponents of artificial intelligence (AI) have envisaged a scenario wherein intelligent machines would execute routine tasks performed by humans, thus, relieving them to engage in creative pursuit...
58 citations
TL;DR: In this article, the authors present a review aiming to systematise the academic inputs so far in big data (BD) research, focusing on the literature on big data and its applications.
Abstract: Big Data (BD) has become a valuable resource for companies. Publications on BD have grown enormously but scholarly work is scarce. The present review aims to systematise the academic inputs so far ...
50 citations
TL;DR: In this article, the authors explored two pathways between protean career orientation and intention to quit: a di erent pathway between career orientations and intention of quitting, and explored the effect of protean careers on talent retention.
Abstract: To study the effect of protean careers on talent retention, operationalized as the intention to quit, this study explores two pathways between protean career orientation and intention to quit: a di...
46 citations
TL;DR: In their quest to attract talent and appear as an employer of choice, organizations must articulate the benefits of having a diverse and inclusive workforce as discussed by the authors, by communicating the attractiveness of diverse and inclusivity.
Abstract: In their quest to attract talent and appear as an employer of choice, organizations must articulate the benefits of having a diverse and inclusive workforce. By communicating the attractiveness of ...
TL;DR: While there is evidence that high performance work systems (HPWS) are related to positive employee attitudes, the underlying mechanism is not yet thoroughly understood as mentioned in this paper, though the benefi...
Abstract: While there is evidence that high performance work systems (HPWS) are related to positive employee attitudes, the underlying mechanism is not yet thoroughly understood. Similarly, though the benefi...
TL;DR: The authors developed and tested a moderated mediation model of work and health-related outcomes of abusive supervision, drawing on the stressor-strain framework and conservation of resources theory, they tested a mediator model for abusive supervision.
Abstract: We developed and tested a moderated mediation model of work and health-related outcomes of abusive supervision. Drawing on the stressor-strain framework and conservation of resources theory, we hyp...
TL;DR: In this paper, the authors take stock of what The International Journal of Human Resource Management (IJHRM) has achieved in the past 30 years since its inception in 1990, by analyzing the publication trend.
Abstract: In this paper, we take stock of what The International Journal of Human Resource Management (IJHRM) has achieved in the past 30 years since its inception in 1990. By analyzing the publication trend...
TL;DR: Bamber, Stanton, Bartram, and Bartram as discussed by the authors focused on the use of the lean model in developed countries, and the authors of the introductory article (Bamber et al., 2014).
Abstract: An earlier special issue of this journal (Vol. 25, Issue 21, 2014), focused on the use of the lean model in developed countries. The authors of the introductory article (Bamber, Stanton, Bartram an...
TL;DR: In this paper, the dark side of high-performance work systems (HPWS) has been investigated and it has been suggested that it induces a series of health problems to employees.
Abstract: Previous research on the ‘dark side’ of high-performance work systems (HPWS) has generally recognized HPWS as a job demand and suggested that it induces a series of health problems to employees. Ho...
TL;DR: In this article, the authors investigate whether career adaptability could enhance an employee's work engagement through job crafting behaviors and address the role of HR practices in this relatio-....
Abstract: This study aims to investigate whether career adaptability could enhance an employee’s work engagement through job crafting behaviors and to address the role of HR practices in this relatio...
TL;DR: In this article, the authors explored the nature and quality of gig work through an application of an application-based approach, and found that despite growing interest in the concept of the gig work, the quality of the work is not well understood.
Abstract: Despite growing interest in the concept of gig work, the nature and quality of gig work is not well understood. The article builds on recent research by exploring gig work through an application of...
TL;DR: Workplace loneliness has an adverse effect on both the employees and the organizations as discussed by the authors, despite it being a pervasive issue, workplace loneliness has received scant attention in the domain of human...
Abstract: Workplace loneliness has an adverse effect on both the employees and the organizations. Despite it being a pervasive issue, workplace loneliness has received scant attention in the domain of human ...
TL;DR: In the aftermath of global warming, organizations are coming under increasing pressure to reduce carbon emissions, minimize waste, and generally become more responsible in their practices as mentioned in this paper, and organizations are becoming more responsible.
Abstract: In the aftermath of global warming, organizations are coming under increasing pressure to reduce carbon emissions, minimize waste, and generally become more responsible in their practices. To this ...
TL;DR: The resource-based view (RBV) and resource orchestrati... as mentioned in this paper has been widely recognized as the most important resource for superior firm performance, and it is the most appropriate resource for all firms.
Abstract: Firm-specific human capital (HC) is widely recognised as the most important resource for superior firm performance. Contemporary literature on the resource-based view (RBV) and resource orchestrati...
TL;DR: In this article, the authors investigated the effects of firm-level workforce diversity on firm innovation and proposed that the main effects of diversity were not focused on the main effect of diversity, but instead, they adopt contingency theory and propose that the demo...
Abstract: This study investigates the effects of firm-level workforce diversity on firm innovation. Instead of focusing on the main effects of diversity, we adopt contingency theory and propose that the demo...
TL;DR: In this paper, the authors investigated the relationship between role conflict, role ambiguity, and proactive behaviors at work mediated by work engagement and found that role conflict was negatively related to taking charge while role ambiguity was negatively linked to individual innovation.
Abstract: This study investigates the relationships between role conflict, role ambiguity, and proactive behaviors at work (i.e. individual innovation and taking charge) as mediated by work engagement. It also investigates the moderating role of flexible role orientation on the relationships between role conflict and ambiguity, work engagement, and employee proactivity. Data were collected from 227 employees and their supervisors working in 20 small and medium-sized enterprises in Istanbul, Turkey. The findings indicated that role conflict was negatively related to taking charge while role ambiguity was negatively related to individual innovation. Work engagement acted as a full mediator in the relationship between role ambiguity and individual innovation, while partially mediating the relationship between role conflict and taking charge. With regard to the moderating role of flexible role orientation, the findings indicated that the conditional indirect relationship between (a) role conflict and taking cha...
TL;DR: In this article, the HRM-employee outcome re-evaluation problem is investigated in a more contextualized approach to HRM, and a limited understanding of how HRM and employee outcome reevaluation are correlated.
Abstract: Although Human Resource Management (HRM) scholars have frequently called for a more contextualized approach to HRM, there is still a limited understanding of how the HRM-employee outcome re...
TL;DR: Based on resources theories, the authors examined a serial mediation model, in which empowering leadership predicts employee job crafting through psychological capital (PsyCap) and trust in librarianship.
Abstract: Based on resources theories, the present study examines a serial mediation model, in which empowering leadership predicts employee job crafting through psychological capital (PsyCap) and trust in l...
TL;DR: In this paper, the authors provide an overview of research on international HRM practices in the context of uncertainty and crisis, drawn from a pool of 72 research articles drawn from 32 journals and published between 2011 and 2013.
Abstract: This study provides an overview of research on international HRM practices in the context of uncertainty and crisis. With a pool of 72 research articles drawn from 32 journals and published between...
TL;DR: Many organisations view talent management (TM) as perhaps the most critical challenge of this century as mentioned in this paper. Consequently, it would seem vital that multinational corporations essayed to employ talent poo...
Abstract: Many organisations view talent management (TM) as perhaps the most critical challenge of this century. Consequently, it would seem vital that multinational corporations essayed to employ talent poo...
TL;DR: In this article, the authors examined the implications of commuting time for the commitment and well-being of employees and found that employees with long commutes will be less committed and experience lower wellbeing, which are also mediated by the work-life balance of the employees and interact with the level of autonomy they perceive themselves to have.
Abstract: Commuting can be tiring and stressful. An unavoidable part of life for many people, it is almost always associated with negative outcomes. This study examined the implications of commuting time for the commitment and well-being of employees. This paper uses ‘conservation of resources’ theory and job demands–resources approaches to argue that employees with long commutes will be less committed and experience lower well-being. These effects are also expected to be mediated by the work–life balance of the employees and interact with the level of autonomy they perceive themselves to have. Data from the fifth European Working Conditions Survey indicate that there is a negative relationship between commuting time, commitment and well-being. Results also suggest that work–life balance mediates part of these relationships and, finally, that autonomy can act as a buffer against the effects of commuting time on both commitment and well-being.
TL;DR: In this paper, the authors examined the job seeking experiences of international graduates in attempting to obtain meaningful work in their university education host country and found that the specific barriers to finding employment were their visa status, lack of work experience and perceived discriminatory practices of potential employers and/or their agents.
Abstract: This paper examines the job seeking experiences of international graduates in attempting to obtain meaningful work in their university education host country. Qualitative feedback on the specific job seeking barriers and experiences in the host country after graduating were provided by 696 respondents. The findings suggest that the specific barriers to finding employment were their visa status, lack of work experience and perceived discriminatory practices of potential employers and/or their agents. The study also suggests that the discriminatory employment experiences of international university graduates demonstrate a lack of congruence between the concept of best fit in hiring decision making and a culturally diverse Australian labour market. Not only do the current practices limit the source of potential highly educated, skilled and culturally aware employees into the labour market of the host country, it also severely compromises an organisation’s ability to achieve workplace diversity; a strategic outcome necessary to compete within a highly competitive global economy.
TL;DR: In this article, a quantitative study explores the antecedents of service employees' work engagement and the impacts of these antecedent, from the perspective of positive organizational behavior and the job dem...
Abstract: This quantitative study explores the antecedents of service employees’ work engagement and the impacts of these antecedents, from the perspective of positive organizational behavior and the job dem...