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1 – 10 of 29Agneta Häll, Stefan Tengblad, Margareta Oudhuis and Lotta Dellve
The purpose of this paper is to critically study the implementation and contextualization of the human resource transformation (HRT) management model within the human resources…
Abstract
Purpose
The purpose of this paper is to critically study the implementation and contextualization of the human resource transformation (HRT) management model within the human resources (HR) function of a global industrial company group.
Design/methodology/approach
A qualitative case study that includes two data collections.
Findings
Implementation of the HRT model led to tensions and conflicting interpretations of the mission of the HR function, and a “tug of war” about the distribution of work both within HR and between HR and line management. Splitting the HR function into three legs made the HR function's learning cycles more difficult. The corporate group had a decentralized and diverse business culture, and contextualization of the HRT model to this setting highlighted the model's embeddedness in the American business culture of centralization and standardization. Implementation of the model also entailed a transition from an employee to an employer perspective within HR.
Research limitations/implications
For an assessment of HR's total work other parts of the HRT model (Ulrich and Brockbank, 2005) need to be involved since HR professionals in the insourced or outsourced shared service center (SSC) and Center of Expertise (CoE) and the e-HR tools are equally important for executing the total HR's mission. Further studies of the problematic human resource business partner (HRBP) role are needed and also what the development of e-HR solutions means for the HR profession.
Practical implications
The authors argue for a continuous development of HR work, along with closer professional contact both with line managers (LMs) and within the HR function, for improved learning cycles and a need for contextualization when implementing management models.
Social implications
The paper discusses the HRT model's impact on HR practitioners’ and LMs’ work practice.
Originality/value
This article shows the need for contextualization when implementing management models. The lack of such contextualization led to severe tensions, and the intentions of an efficient and respected HR function were not achieved. The study contributes an evaluation of the tensions between HRT as a normative and standardized model in business settings accustomed to variety and decentralized decision-making.
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Due to government policies, accreditation demands, competition, digital India reforms and National Education Policy (NEP) 2020, the need for electronic human resource management…
Abstract
Purpose
Due to government policies, accreditation demands, competition, digital India reforms and National Education Policy (NEP) 2020, the need for electronic human resource management (e-HRM) has increased considerably in the Indian higher education (HE) sector, but the literature has revealed that the adoption of e-HRM practices in Indian HE institutions (HEIs) is still in its embryonic stage; therefore, the purpose of the current qualitative study is to explore the challenges and facilitators of e-HRM adoption in the Indian HE sector through interpretative phenomenological analysis (IPA).
Design/methodology/approach
The present study incorporates IPA, to capture the personal lived experiences of the HR executives employed in the Indian HEIs. Using purposive sampling, semi-structured interviews were conducted with the HR executives employed in Indian universities and institutions to know the perspectives on the adoption of e-HRM practices in Indian HEIs.
Findings
The study identified two superordinate themes, namely, challenges and facilitators of e-HRM adoption in the Indian HE sector. The superordinate theme “challenges” comprises eight sub-themes. Further, the theme “facilitators” consists of six subthemes.
Practical implications
The study has implications for the stakeholders of the HE sector, i.e. HR practitioners, top executives of the HE sector, government and HE regulators and other stakeholders of the HE sector.
Originality/value
This study has given deep insights into the challenges and facilitators in the adoption of e-HRM practices in the Indian HE sector, and to the best of the authors’ knowledge, no study till date has filled this knowledge gap through qualitative exploration using IPA.
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Mohammed Aboramadan and Yasir Mansoor Kundi
Drawing upon theories of conservation of resources (COR), broaden-and-build (BnB), self-determination, and the job demands- resources (JD-R) model, this study uniquely tries to…
Abstract
Purpose
Drawing upon theories of conservation of resources (COR), broaden-and-build (BnB), self-determination, and the job demands- resources (JD-R) model, this study uniquely tries to understand the mechanisms that contribute to happiness at work by proposing a model of the effects of emotional culture of joy on happiness at work, where psychological safety and relational attachments serve as intervening mechanisms among the aforesaid relationship.
Design/methodology/approach
A three-wave time-lagged study with 340 employees from Pakistani organizations was conducted. Data were analyzed using covariance-based structural equation modelling.
Findings
The results indicate that emotional culture of joy significantly predicts happiness at work. Furthermore, emotional culture of joy significantly and positively influences both psychological safety and relational attachment. Finally, the relationship between emotional culture of joy and happiness at work is found to be mediated by both relational attachment and psychological safety.
Practical implications
The results are of utmost importance as they provide insights to policy makers and organizations administrators on the value of emotional culture of joy and its contribution to employees’ wellbeing, and indeed its role in fostering important psychological and emotional resources such as psychological safety and relational attachment.
Originality/value
This study is unique for the following reasons. First, it addresses and bridges a gap pertaining to the drivers of happiness at work. Second, this is the first study that considers emotional culture of joy as an antecedent to happiness at work. Third, the employment of both psychological safety and relational attachment as intervening mechanisms in the relationship between emotional culture of joy and happiness at work has not been previously addressed in the management and wellbeing literature. Finally, the study shifts direction from studying organizational drivers (i.e. HR, organization support, etc.) of happiness at work to the examination of psychological and emotional resources that may influence happiness at work.
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Ho Wook Shin, Sungho Cho and Jong Kwan Lee
Integrating the resource-based view (RBV) with pay dispersion research, the authors examine how the allocation of resources between hiring new employees and compensating current…
Abstract
Purpose
Integrating the resource-based view (RBV) with pay dispersion research, the authors examine how the allocation of resources between hiring new employees and compensating current employees, as well as the allocation of resources among new employees, affects organizational performance.
Design/methodology/approach
The authors use panel data on Major League Baseball teams. The authors also use system generalized method of moments (GMM) estimations to control for the impact of past performance on current performance, unobserved individual heterogeneity and omitted variable bias.
Findings
The authors find that the larger the portion of the human resources (HR) budget allocated to hiring new employees, the poorer organizational performance becomes unless the focal organization has already significantly underperformed. The authors also find that pay concentration among new employees has a positive impact on organizational performance unless the focal organization has already significantly overperformed.
Originality/value
This study extends RBV research by examining how resource allocation patterns affect organizational performance, which has rarely been studied. Moreover, by showing the organizational context's significant effect on the outcome of financial allocation for resource acquisition, this study extends both the RBV research and the pay dispersion research.
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In this chapter, the emerging education workforce management approach known as talent-centered education leadership (TCEL) is reviewed. The approach takes inspiration from…
Abstract
In this chapter, the emerging education workforce management approach known as talent-centered education leadership (TCEL) is reviewed. The approach takes inspiration from progressive and cutting-edge talent management thinking and practices that emphasizes employers' intentional focus on humanizing and authentically engaging with their workforce. Pertinent to the theme of the book, the discussion then segues to the importance of diversity and inclusion as a precursor for these efforts and demonstrates how equity and organizational excellence are mutually compatible in the workplace. Relatedly, consideration is given to how traditional perceptions of “professionalism” can exacerbate inequity in the workplace. The chapter concludes by highlighting the seven core principles of TCEL to prepare school employers to embrace the future of education work.
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The coronavirus crisis has a huge impact on how we work, learn and even live; the purpose of the study is to bring insights on different approaches to deal with challenging…
Abstract
Purpose
The coronavirus crisis has a huge impact on how we work, learn and even live; the purpose of the study is to bring insights on different approaches to deal with challenging situation like COVID-19. For this reason, the study will facilitate to develop understanding on how to conquer the hurdle of business continuity during challenging times, along with dealing of other challenges like ensuring health and well-being of employees, abiding by the regulation and guidelines, prioritizing the need and handling of different resources (most importantly human).
Design/methodology/approach
The data was collected from case study organization during May 2020. For data collection, various internal documents from the case study organization were referred, including various report, circulars, guidelines, office information note. Further, press release and information from website of the case company were also explored. The interview of different group of decision makers (i.e. top management, human resource managers and head at plant sites) was also performed during data collection.
Findings
The study has initiated to identify with the approach of the case company to deal with the COVID-19 pandemic and to overcome the challenges posed by unprecedented crisis.
Originality/value
The COVID-19 crisis has underlined the significance of the power utilities, as electricity is critical to ensure the smooth functioning of various sectors of the economy. Considering the importance of power sector for economy, this article has taken to investigate the crisis management model of one of India’s major power producer companies.
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Abeer F. Alkhwaldi, Buthina Alobidyeen, Amir A. Abdulmuhsin and Manaf Al-Okaily
This paper aims to propose a user adoption model of human resource information system (HRIS) in the Jordanian public sector by integrating the task technology fit (TTF) model and…
Abstract
Purpose
This paper aims to propose a user adoption model of human resource information system (HRIS) in the Jordanian public sector by integrating the task technology fit (TTF) model and the unified theory of acceptance and usage of technology (UTAUT).
Design/methodology/approach
Using a quantitative approach, survey data were collected using an online survey from employees working in four different public organizations in Jordan, and structural equation modelling has been used to validate the research model.
Findings
The study found that among the constructs of the UTAUT model performance expectancy, social influence and facilitating condition have a significant effect on users’ behavioural intention to adopt HRIS. Furthermore, the results also reveal that effort expectancy has an insignificant effect on adoption behaviour. The findings also show that all TTF hypotheses were supported by the data collected. Both task characteristics and technology characteristics have a significant effect on the TTF construct, which further determines users’ adoption behaviour.
Originality/value
These findings contribute to the extant academic literature and have practical implications, improving the understanding of the HRIS adoption and use in public sector organizations.
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Behrooz Ghlichlee, Elnaz Mohammadkhani and Amir Hatami
The purpose of this paper is to examine the relationship between knowledge-enhancing HR practices, intellectual capital and sustainable competitive advantage in knowledge-based…
Abstract
Purpose
The purpose of this paper is to examine the relationship between knowledge-enhancing HR practices, intellectual capital and sustainable competitive advantage in knowledge-based firms.
Design/methodology/approach
A quantitative approach was used to conduct the present study. The respondents were sampled from knowledge-based firms in Iran. Overall, 320 managers in 157 firms were selected using convenience sampling. A structural equation model was employed for testing the hypotheses.
Findings
The study confirmed that knowledge-enhancing human resource (HR) practices established a very strong connection with intellectual capital. The results further disclosed a positive relationship between intellectual capital and firms' competitive advantage. A mediated relationship between knowledge-enhancing HR practices and firms' competitive advantage through intellectual capital was also affirmed.
Research limitations/implications
The study was conducted in knowledge-based firms in Iran, which limits the generalizability of the research findings. Therefore, future studies should be carried out with samples from other contexts. Moreover, as the study was cross-sectional, the causal relationships could not be inferred directly.
Practical implications
The paper underscored the importance of intellectual capital in improving knowledge-enhancing HR practices and firms' competitive advantage. It suggests to human resource managers to make the organizational arrangements to design knowledge-enhancing HR practices, thereby developing the intellectual capital that brings competitive advantage to knowledge-based firms.
Originality/value
The results of this study contribute to advance research on the intellectual capital literature by trying to explain how intellectual capital as a mediator variable can influence the relationship between knowledge-enhancing HR practices and sustainable competitive advantage.
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Marco Marabelli and Pamela Lirio
The metaverse, through artificial intelligence (AI) systems and capabilities, allows considerable data analysis in the workplace, largely exceeding traditional people analytics…
Abstract
Purpose
The metaverse, through artificial intelligence (AI) systems and capabilities, allows considerable data analysis in the workplace, largely exceeding traditional people analytics data collection. While concerns over surveillance and issues associated with privacy and discrimination have been raised, the metaverse has the potential to offer opportunities associated with fairer assessment of employee performance and enhancement of the employee experience, especially with respect to gender and race, inclusiveness and workplace equity. This paper aims at shedding light on the diversity, equity and inclusion (DEI) opportunities and challenges of implementing the metaverse in the workplace, and the role played by AI.
Design/methodology/approach
This paper draws on our past research on AI and the metaverse and provides insights addressed to human resources (HR) scholars and practitioners.
Findings
Our analysis of AI applications to the metaverse in the workplace sheds light on the ambivalent role of and potential trade-offs that may arise with this emerging technology. If used responsibly, the metaverse can enable positive changes concerning the future of work, which can promote DEI. Yet, the same technology can lead to negative DEI outcomes if implementations occur quickly, unsupervised and with a sole focus on efficiencies and productivity (i.e. collecting metrics, models etc.).
Practical implications
Managers and HR leaders should try to be first movers rather than followers when deciding if (or, better, when) to implement metaverse capabilities in their organizations. But how the metaverse is implemented will be strategic. This involves choices concerning the degree of invasive/pervasive monitoring (internal) as well as make or buy decisions concerning outsourcing AI capabilities.
Originality/value
Our paper is one among few (to date) that discusses AI capabilities in the metaverse at the intersection of the HR and information systems(IS) literature and that specifically tackles DEI issues. Also, we take a “balanced” approach when evaluating the metaverse from a DEI perspective. While most studies either demonize or celebrate these technologies from an ethical and DEI standpoint, we aim to highlight challenges and opportunities, with the goal to guide scholars and practitioners towards a responsible use of the metaverse in organizations.
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Lerato Aghimien, Clinton Ohis Aigbavboa and Douglas Aghimien
The current era of the fourth industrial revolution has attracted significant research on the use of digital technologies in improving construction project delivery. However, less…
Abstract
The current era of the fourth industrial revolution has attracted significant research on the use of digital technologies in improving construction project delivery. However, less emphasis has been placed on how these digital tools will influence the management of the construction workforce. To this end, using a review of existing works, this chapter explores the fourth industrial revolution and its associated technologies that can positively impact the management of the construction workforce when implemented. Also, the possible challenges that might truncate the successful deployment of digital technologies for effective workforce management were explored. The chapter submitted that implementing workforce management-specific digital platforms and other digital technologies designed for project delivery can aid effective workforce management within construction organisations. Technologies such as cloud computing, the Internet of Things, big data analytics, robotics and automation, and artificial intelligence, among others, offer significant benefits to the effective workforce management of construction organisations. However, several challenges, such as resistance to change due to fear of job loss, cost of investment in digital tools, organisational structure and culture, must be carefully considered as they might affect the successful use of digital tools and by extension, impact the success of workforce management in the organisations.
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