Search results

This study aims to assess the effectiveness of online e-resource marketing tools used by university libraries to market e-resources. The specific objectives of this study were to uncover the e-resources that are showcased by university libraries, find out instructions posted by libraries to facilitate access and utilization of e-resources, examine marketing tools used, examine how current and relevant marketing messages and test the functionality of the marketing tools used.

An exploratory research design was used to assess the effectiveness of e-resources marketing tools. The study population included all public university libraries in Tanzania. The sample was purposively selected to include all publicly funded libraries as they work under similar management environments. Data collection involved the evaluation of online marketing tools using a matrix checklist.

It was revealed that most university libraries use websites for showcasing e-resources. The commonly used social media for marketing e-resources is Facebook followed by Instagram while Twitter and Ask a Librarian are the least used. The results further show that only a few universities provide instructions on how to access and use e-resources. The findings indicate that universities had active communication platforms for marketing e-resources. Furthermore, less than 50% of marketing messages are active and current. It is recommended that marketing e-resources should be integrated into the library’s plans and strategies and this should be informed by library policies.

Given that, this study involved Tanzanian public university libraries, it is possible that the findings do not represent the same situation in all academic university libraries in the nation.

This study assesses the effectiveness of online tools used to market e-resources in university libraries in Tanzania. It reveals the e-resources that are showcased online, the instructions provided on how to access the e-resources and the functionality of the marketing tools. Unlike the previous research, which primarily focused on evaluating the Web-based tools in university and college libraries, this study focused on public libraries in the country. The results will not only contribute to the theoretical and practical understanding of the functionality of the marketing tools but also provide actionable insights to decision-makers in libraries in marketing their e-resources.

Research on human resource management (HRM) and technology has gained momentum recently. This review aims to create a bibliographic profile of the field of HRM and technology using bibliometric techniques, complemented by qualitative analysis, examining 239 articles published in the four key human resource (HR) journals.

First, using VOSviewer software, we analysed the research productivity by identifying authors, journals and influential articles, followed by insights on research themes and their evolution. Next, integrating bibliometric and qualitative approaches, we conducted a hybrid inquiry of the field to analyse current theories, methods and variables.

The bibliometric analysis highlighted the intellectual structure, key themes and distinctive developments categorised under four temporal phases that have shaped research in this field. In addition, qualitative analysis presents significant theoretical perspectives, the methods employed and the nomological framework of variables.

Our study advances the extant literature on HRM and technology by quantifying the leading bibliometric performance indicators complemented by qualitative evaluation of the field, which entails exploring the possible research strands and related trends that have emerged in the past two decades.

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).

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.

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.

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.

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.

The purpose of this paper is to research the impact of digitalization on employees' future competencies and the conditional role of human resource development (HRD) in the relationship between independent and dependent variables.

Empirical research covered 1209 enterprises from all of Slovakia, Poland and the Czech Republic. The research was conducted from 2019 to 2021. Using structural equation modeling (SEM), a theoretical model was tested and verified.

Confirmatory factor analysis has shown a good fit for the tested model. The purpose and character of our data showed a good alignment with the SEM partial least squares method, as the goal is to predict a construct. The model showed that employee-oriented digitalization positively affected the employees' future competencies, with no impact of customer-oriented digitalization treated as a control variable. Also, the moderating role of HRD has not been shown to be significant for the “digitalization – competencies” relationship.

Previous studies on the development of personnel competencies treated these competencies as antecedents of digital transformation and examined the formal role of HRD in building the competencies. The novelty of this study lies in exploring the pattern of interactions among the impact of an environment built by innovative technologies and HRD on the competencies of the future. Also, the research embedded in the environment of Poland, the Czech Republic and Slovakia has contributed to the complex understanding of the transition to digitalization, as this region has often been omitted in the field of human resource management (HRM) research focused on exploring digital transformation.

The study aims to advance the current state-of-the-art and identify the main theories, methodologies and research gaps. In this article, we examine the network perspective on resource interaction in management, systematically reviewing 92 published articles in peer-reviewed journals from 2013 to 2023.

This systematic literature review is a methodical, transparent and replicable approach to choosing and evaluating scientific works. We have analyzed and combined all the available evidence, giving a comprehensive overview of the current state of the literature.

The subject is still under development in the literature, so there are still some research gaps, such as lack of information about markets and competitiveness. The main thematic groups we found included the firm’s social media, business performance, innovation in organizations, social media and big data, network analysis and artificial intelligence.

It is important to note that the subject is still under development in the literature, so there are still some research gaps, such as some lack of information about markets and competitiveness, the online presence of luxury brands and the impact of technology on their performance, which is not approached in the literature; some companies find it challenging to adopt new technologies; what level of technology and academic specialization is needed to measure performance; how to measure the level of credibility of information shared on the internet and the psychological impact of artificial intelligence on future generations and communication.

Managers can use this study to improve network strategies for better communication with diverse stakeholders and adopting new technologies, especially to enhance skills among older generations. Networks play a crucial role in fostering social capital among firms, facilitating knowledge management and improving the quality of processes. The resilience of business networks serves as a mediator between responsible innovation and a company's performance. Managers may consider expanding the use of networks to other areas of management to promote organizational collaboration and professional networking. Employees can also act as brand ambassadors for their organizations, helping to establish informal networks and increase visibility.

An integrative framework and a future research agenda are presented, with the potential to advance our understanding in this field.

This study examines the impact of inter-organisational justice (i.e. distributive, procedural and interactional) in the buyer–supplier relationship on supply risk and, in turn, on a firm’s marketing and financial performance.

A structured survey was administered both online and in-person to Jordan-based manufacturing companies. The 137 responses received were analysed using partial least structural equation modelling.

The study found that while establishing both procedural and interactional justice in the relationship has a negative impact on supply risk, promoting distributive justice, surprisingly, has no impact. Moreover, supply risk was found to be detrimental to the firm’s marketing and financial performance.

This study considers only the direct role of inter-organisational justice in reducing supply risk. Future research could enhance our understanding of this role by exploring the underlying mechanisms and conditions that could govern it.

Managers can alleviate supply risk by ensuring procedural and interactional justice in the relationship through involving suppliers in the decision-making processes, consistently adhering to established procedures and communicating transparent and ample information.

Addressing supply risk can help in maintaining community resilience and economic stability.

The study highlights inter-organisational justice as a new approach to mitigating supply risk. Moreover, by examining how supply risk can affect a firm’s marketing performance, it also highlights a new implication of supply risk. Furthermore, by exclusively examining the impact of supply risk on a firm’s financial performance, the study provides a more nuanced interpretation of the effect of supply risk and how it can be reduced.

Drawing on the integrative perspective of the technology acceptance model (TAM) and theory of planned behaviour (TPB) and extending it further by examining the role of organisational facilitators and perceived HR effectiveness in this integrative perspective, we examine HR professionals’ AI-augmented HRM (HRM^(AI)) acceptance in this research.

The data (N=375) were collected from HR professionals working in different organisations in India. Structural equation modelling (SEM) was employed to analyse the data.

The results of the study suggest that along with organisational facilitator antecedents to the relevant components of both TAM and TPB, perceived HR effectiveness also enhanced the HRM^(AI) acceptance levels of HR professionals.

The research findings are expected to contribute to the understanding of the factors that influence the acceptance of AI-augmented HRM in organizations. The results may also help organisations to identify the facilitators that can enhance the adoption and implementation of AI-augmented HRM by HR professionals. Finally, the study provides a composite TAM-TPB theoretical framework that can guide future research on the acceptance of AI-augmented HRM.

To the best of our knowledge, this is one of the first attempts to factor in the effect of contextual factors (i.e. organisational facilitators and perceived HR effectiveness) in the TAM and TPB equations.

This study aims to establish a comprehensive framework for adopting mobile-based artificial intelligence (AI) services in Tanzanian manufacturing small and medium enterprises (SMEs).

The methodology involved conducting a literature review and using the combination of Mobile Services Acceptance Model and Innovation Diffusion Theory (IDT) as a theoretical foundation. This synthesis delves into the current knowledge on technology adoption, organizational behavior and innovation diffusion, creating a solid conceptual basis. Expert review was used for framework validation to ensure the framework's accuracy.

This study shows that the factors influencing the adoption of mobile-based AI services in Tanzanian manufacturing SMEs include perceived usefulness, perceived ease of use, context, personal initiatives and characteristics, trust, infrastructure, cost, mobility, power distance, compatibility, observability and trialability.

The framework provides valuable insights tailored to Tanzanian sociocultural and economic nuances. However, its generalizability is limited due to its specificity to Tanzanian manufacturing SMEs.

The framework outlined in this research provides SME leaders, policymakers and technology implementers with valuable guidance to make informed decisions during the adoption process.

This study introduces a novel lens for understanding technology adoption. This study's focus on the Tanzanian context and its nuanced examination of contributing factors add to its originality and practical significance.

The purpose of this study is to examine the Google Scholar (GS) and Scopus citations profiles of library and information science (LIS) faculty members employed in central universities in India to determine their research online visibility.

The data was collected through manual searches conducted on GS and Scopus profiles by the end of August 2023, using the names of the faculty members along with their affiliations. The determination of the minimum sample size for each was calculated based on Cochran’s formula.

The study revealed that out of 104 LIS faculty members from 19 central universities, 78 (75.0%) faculty members have profiles on GS, while 61 (58.6%) of them are on Scopus. The study found that the faculty members have a substantial number of publications on GS, while their publication count on Scopus appears comparatively lower. The results suggest that certain faculty members have produced a modest number of publications but have received a substantial number of citations compared to their colleagues. Consequently, it can be inferred that there is no straightforward correlation between the volume of publications and citation metrics.

As the study exclusively focused on LIS faculty members working within central universities in India who have profiles on GS and Scopus, the researchers did not reach all LIS faculty members in India.

The significance of this research lies in its potential of insights into research productivity and its impact, which are crucial aspects of academia. The study provides valuable insights for individual researchers, LIS departments, institutes and universities in India and other countries to enhance their research performance and foster collaboration by establishing new research guidelines.

There have been no published research studies regarding the GS and Scopus citation metrics concerning LIS faculty members across all central universities in India.

The purpose of the study is to investigate the influence of training and development and work–life balance on employee engagement and job performance at private banks in Bangladesh. This study also investigates the indirect influence of training and development and work–life balance on the job performance of private banks through the mediating role of employee engagement.

The present study used a self-administered survey questionnaire to collect data from the private bank staff who had been working in the existing bank for more than one year. In this study, 450 survey questionnaires were distributed to the respondents and received 346 useful responses (76.88% response rate). The SmartPLS 4 software was used to determine the reliability and validity of the constructs. The SmartPLS 4 software was also used to test the hypothesised path coefficients via Partial Least Squares Structural Equation Modelling (PLS-SEM).

The findings of the study indicate that both training and development and work–life balance significantly influence employee engagement and job performance in the private banks. The findings also indicate that both training and development and work–life balance indirectly significantly influence the job performance of the private bank through the mediating role of employee engagement.

This study suggests various practical implications. Managers should provide opportunities for employees to actively participate in employee training. The present study also suggests that managers should also prioritise and model a healthy work–life balance because when leaders value work–life balance, employees feel empowered. The findings of the study suggest that organisations should design effective employee development programmes and foster a supportive work environment to motivate their employees to contribute to organisational success.

This study makes significant theoretical contributions to the existing literature on employee engagement and job performance. The present study enhances theoretical depth by highlighting the mediating role of job engagement in achieving job performance, offering a new perspective on the relationship between these variables and paving the way for targeted interventions. The present study also enriches the existing body of literature by examining the impact of training and development and work–life balance through the lens of organisational support theory, presenting a comprehensive understanding of the intricate dynamics at play.