Although the importance of social media in the HRM literature is well established, little is known about their potential role in bringing the “human component” at the center of the organization. The purpose of this chapter is to conceptually investigate if and how the use of social media in HRM can support (or counteract) a more humanistic approach within organizations. To this aim, we looked into how the e-HRM literature on social media could match the principles posed by the Humanistic Management literature. After having delineated Humanistic Management principles, we frame our analysis focusing on four main topics related to HRM: organizational culture, leadership, job design, and HR practices (i.e., recruitment and selection, learning and training, and performance appraisal and compensation). We develop research propositions connecting humanistic principles with these organizational and HR areas, and conclude with research and managerial implications.
Dossena, C., Mizzau, L. and Mochi, F. (2019), "Social Media in HRM: A Humanistic Management Perspective", HRM 4.0 For Human-Centered Organizations (Advanced Series in Management, Vol. 23), Emerald Publishing Limited, pp. 201-219. https://doi.org/10.1108/S1877-636120190000023015Download as .RIS
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