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1 – 10 of over 2000
Article
Publication date: 28 February 2024

Alemayehu Molla, Victor Gekara, Stan Karanasios and Darryn Snell

Information technology (IT) personnels’ technical, business and behavioral skills are critical enablers for generating IT value. In an increasingly digitalized working environment…

Abstract

Purpose

Information technology (IT) personnels’ technical, business and behavioral skills are critical enablers for generating IT value. In an increasingly digitalized working environment where non-IT employees participate in digital innovations, a focus on IT personnels’ skills only doesn’t meet researchers’ need for a framework to study digital skills and managers’ need to address digital skills challenges across an enterprise’s workforce. Nevertheless, the digital skills topic is complicated by conceptual ambiguity and a lack of theoretically derived and empirically validated model. The purpose of this study is to address this problem.

Design/methodology/approach

Theoretically, this study draws on human capital (HC) and resource-based view (RBV) theories. Empirically, it follows mixed method combining interviews and a survey.

Findings

The digital skills construct is a multidimensional second order reflective construct. While its development is influenced by an organization’s commitment and exposure to digitalization, it influences the value organizations obtain from digitalization.

Research limitations/implications

This study conceptualizes the digital skills construct, identifying technology agnostic subdimensions that are meaningful beyond a particular digital domain [information and communication technology (ICT), information, Internet, Inter of Things (IoT)] and establishing a valid measure. Other researchers can improve both the indicators of the existing four conceptually distinct and managerially recognizable workplace digital skills dimensions as well as testing new ones.

Practical implications

Managers can use the instrument to assess the extent to which their non-IT workforces are equipped with digital skills and get strategic insights for specific interventions such as upskilling or buying in skills.

Originality/value

The main theoretical contribution of the paper is the conceptualization and validation of the digital skills construct for the non-IT workforce. Furthermore, we provide a theoretical framework to explain the factors that could influence the development of digital skills and demonstrate the impact that digital skills have on selected digitalization value indicators. This contribution provides the foundation for investigating the drivers, outcomes and the relationship of digital skills to other constructs such as digital transformation, innovation and firm performance.

Details

Information Technology & People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 20 June 2023

Debolina Dutta and Anasha Kannan Poyil

The importance of learning in development in increasingly dynamic contexts can help individuals and organizations adapt to disruption. Artificial intelligence (AI) is emerging as…

Abstract

Purpose

The importance of learning in development in increasingly dynamic contexts can help individuals and organizations adapt to disruption. Artificial intelligence (AI) is emerging as a disruptive technology, with increasing adoption by various human resource management (HRM) functions. However, learning and development (L&D) adoption of AI is lagging, and there is a need to understand of this low adoption based on the internal/external contexts and organization types. Building on open system theory and adopting a technology-in-practice lens, the authors examine the various L&D approaches and the roles of human and technology agencies, enabled by differing structures, different types of organizations and the use of AI in L&D.

Design/methodology/approach

Through a qualitative interview design, data were collected from 27 key stakeholders and L&D professionals of MSMEs, NGOs and MNEs organizations. The authors used Gioia's qualitative research approach for the thematic analysis of the collected data.

Findings

The authors argue that human and technology agencies develop organizational protocols and structures consistent with their internal/external contexts, resource availability and technology adoptions. While the reasons for lagging AI adoption in L&D were determined, the future potential of AI to support L&D also emerges. The authors theorize about the socialization of human and technology-mediated interactions to develop three emerging structures for L&D in organizations of various sizes, industries, sectors and internal/external contexts.

Research limitations/implications

The study hinges on open system theory (OST) and technology-in-practice to demonstrate the interdependence and inseparability of human activity, technological advancement and capability, and structured contexts. The authors examine the reasons for lagging AI adoption in L&D and how agentic focus shifts contingent on the organization's internal/external contexts.

Originality/value

While AI-HRM scholarship has primarily relied on psychological theories to examine impact and outcomes, the authors adopt the OST and technology in practice lens to explain how organizational contexts, resources and technology adoption may influence L&D. This study investigates the use of AI-based technology and its enabling factors for L&D, which has been under-researched.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 30 January 2024

Amani Fathi Jamal, Sam El Nemar and Georgia Sakka

This research explores the link between job redesign and skilling in three Lebanese service provider industries, aiming to understand how these factors affect organizational…

148

Abstract

Purpose

This research explores the link between job redesign and skilling in three Lebanese service provider industries, aiming to understand how these factors affect organizational agility, a crucial factor for efficiency and effectiveness and promote long-term interventions through job redesign, upskilling and reskilling.

Design/methodology/approach

This study employed two surveys, one for personnel (employees) and one for human aid managers (HR managers). These surveys collected data from 384 employees and 67 HR managers. The study utilized a work design questionnaire (WDQ), skilling application evaluation and the change acceptance model and testing to evaluate job redesign, skilling application effectiveness, technology acceptance and change readiness.

Findings

It was revealed that there is a significant and positive relationship between job redesign and the application of skilling programs. This relationship was shown to enhance organizational agility, with a particular focus on employees' technology acceptance and readiness for change. The integrated framework that combines job redesign, upskilling and reskilling was empirically tested and found to enable organizations to build their agility. The study also identified challenges and offered solutions for implementation, emphasizing the importance of employee responsiveness.

Practical implications

This research emphasizes the need for organizations to adapt job designs and enhance employee skills to enhance organizational agility, recommending a structured approach that combines job redesign and skill development efforts.

Originality/value

This research integrates job redesign, upskilling and reskilling in Lebanese service provider industries, contributing to organizational change and workforce development. It emphasizes technology acceptance and readiness for change.

Details

EuroMed Journal of Business, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1450-2194

Keywords

Article
Publication date: 4 July 2023

Mohammed Ali and Aniekan Essien

The purpose of this study is to explore how big data analytics (BDA) as a potential information technology (IT) innovation can facilitate the retail logistics supply chain (SC…

Abstract

Purpose

The purpose of this study is to explore how big data analytics (BDA) as a potential information technology (IT) innovation can facilitate the retail logistics supply chain (SC) from the perspective of outbound logistics operations in the United Kingdom. The authors' goal was to better understand how BDA can be integrated to streamline SCs and logistical networks by using the technology, organisational and environmental model.

Design/methodology/approach

The authors applied existing theoretical foundations for theory building based on semi-structured interviews with 15 SC and logistics managers.

Findings

The perceived benefits of using BDA in outbound retail logistics comprised the strongest predictor amongst technological, organisational and environmental issues, followed by top management support (TMS). A framework was proposed for the adoption of BDA in retail logistics. Contextual concepts from previous literature have helped us understand how environmental changes impact BDA decision-making, as such: (i) SC maturity levels and connectivity affect BDA utilisation, (ii) connected SCs improve data accessibility and information exchange, (iii) the benefits of BDAs also affect adoption and (iv) outsourcing complex tasks to experts allows companies to focus on core businesses instead of investing in IT infrastructure.

Research limitations/implications

Outside the key findings listed, this study shows that there is no one-size-fits-it-all approach for use within all organisational settings. The proposed framework reveals that the perceived benefit of BDA is non-transferrable and requires top-level management support for successful implementation.

Originality/value

The existing literature focusses on the approaches to applying BDA in SC and logistics but fails to present a deep dive into retail outbound logistics activity. This study addresses the “how” and proposes a social-inclusive framework for a technology-enabled topic.

Details

Journal of Enterprise Information Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0398

Keywords

Article
Publication date: 13 April 2023

Sadia Samar Ali, Shahbaz Khan, Nosheen Fatma, Cenap Ozel and Aftab Hussain

Organisations and industries are often looking for technologies that can accomplish multiple tasks, providing economic benefits and an edge over their competitors. In this…

Abstract

Purpose

Organisations and industries are often looking for technologies that can accomplish multiple tasks, providing economic benefits and an edge over their competitors. In this context, drones have the potential to change many industries by making operations more efficient, safer and more economic. Therefore, this study investigates the use of drones as the next step in smart/digital warehouse management to determine their socio-economic benefits.

Design/methodology/approach

The study identifies various enablers impacting drone applications to improve inventory management, intra-logistics, inspections and surveillance in smart warehouses through a literature review, a test of concordance and the fuzzy Delphi method. Further, the graph theory matrix approach (GTMA) method was applied to ranking the enablers of drone application in smart/digital warehouses. In the subsequent phase, researchers investigated the relation between the drone application's performance and the enablers of drone adoption using logistic regression analysis under the TOE framework.

Findings

This study identifies inventory man agement, intra-logistics, inspections and surveillance are three major applications of drones in the smart warehousing. Further, nine enablers are identified for the adoption of drone in warehouse management. The findings suggest that operational effectiveness, compatibility of drone integration and quality/value offered are the most impactful enablers of drone adoption in warehouses. The logistic regression findings are useful for warehouse managers who are planning to adopt drones in a warehouse for efficient operations.

Research limitations/implications

This study identifies the enablers of drone adoption in the smart and digital warehouse through the literature review and fuzzy Delphi. Therefore, some enablers may be overlooked during the identification process. In addition to this, the analysis is based on the opinion of the expert which might be influenced by their field of expertise.

Practical implications

By considering technology-organisation-environment (TOE) framework warehousing companies identify the opportunities and challenges associated with using drones in a smart warehouse and develop strategies to integrate drones into their operations effectively.

Originality/value

This study proposes a TOE-based framework for the adoption of drones in warehouse management to improve the three prominent warehouse functions inventory management, intra-logistics, inspections and surveillance using the mixed-method.

Details

Benchmarking: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1463-5771

Keywords

Article
Publication date: 4 December 2023

Despoina Ioakeimidou, Dimitrios Chatzoudes, Symeon Symeonidis and Prodromos Chatzoglou

This study aims to develop and test an original conceptual framework that examines the role of various factors borrowed from three theories (i.e. Institutional Theory…

Abstract

Purpose

This study aims to develop and test an original conceptual framework that examines the role of various factors borrowed from three theories (i.e. Institutional Theory, Resource-Based View and Diffusion of Innovation) in adopting Human Resource Analytics (HRA).

Design/methodology/approach

A new conceptual framework (research model) is developed based on previous research and coherent theoretical arguments. Its factors are classified using the Technology–Organization–Environment (TOE) framework. Research hypotheses are tested using primary data collected from 152 managers of Greek organizations. Empirical data are analyzed using the “Structural Equation Modelling” (SEM) technique.

Findings

The technological and organizational context proved extremely important in enhancing Organizational Analytics Maturity (OAM) and HRA adoption, while the environmental context did not. Relative advantage and top management support were found to significantly impact the adoption of HRA, while Information Technology (IT) infrastructure, human resource capabilities and top management support are crucial for increasing OAM. Overall, the latter is the most important factor in enhancing HRA adoption.

Originality/value

This study contributes to the limited published research on HRA adoption while at the same time it can be used as a guideline for future research. The novel findings offer insights into the factors impacting OAM and HRA adoption.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 19 October 2023

Elena Adriana Biea, Elena Dinu, Andreea Bunica and Loredana Jerdea

Various scholars suggest that there is a lack of research on the recruitment in small and medium-sized enterprises (SMEs) and also a scarcity of theoretical basis for the…

Abstract

Purpose

Various scholars suggest that there is a lack of research on the recruitment in small and medium-sized enterprises (SMEs) and also a scarcity of theoretical basis for the recruitment procedures used by these companies. As the vast majority of studies concentrate on larger organizations, they may not accurately reflect the challenges faced by smaller-sized entities to profoundly and accurately comprehend their recruitment procedures. In addition, the use of technology in recruitment has grown in importance in today’s quickly evolving business environment, particularly in light of the COVID-19 pandemic footprint. This study aims to examine the recruitment procedures used by SMEs and how they have been compelled to adjust to different extents to these technological improvements by the effects of the aforementioned epidemic.

Design/methodology/approach

With the aim to investigate the current recruitment practices in SMEs and the extent to which digital technologies are embraced by these companies within human resources (HR) procedures, this research relied on interviews with SMEs representatives. The qualitative methods used provided access to relevant data and insights, as they allowed close interactions with top managers and CEOs of ten companies from various sectors. Thus, the research results draw a vivid and reliable image of the procedures and practices used by small and medium-sized companies to attract, select and retain their staff.

Findings

This study’s findings are of increased interest to HR professionals, recruiters and managers in SMEs, who aim to attract and retain the best talent and optimize their recruitment strategies in a rapidly changing business environment, enabled by technological advancements. Effective HR recruitment procedures adapted to the specific needs of small and medium-sized companies can lead to several benefits for the organization, including improved employee selection, reduced turnover and increased organizational productivity.

Research limitations/implications

Although the interviews examined here encompass recruitment techniques from SMEs in a variety of industries, the results’ generalizability is limited by the sample size and geography. Furthermore, the findings’ dependability is dependent on the accuracy of the data provided by the respondents.

Practical implications

This investigation confirms some of the theoretical underpinnings which point to the lack of formalized structures and procedures in the recruitment process in SMEs, which enjoy more flexibility in managing HR processes. In addition, the results reinforce the arguments indicating an adjustment between HR strategies or policies and organizational goals in smaller enterprises which adapt faster to changes in the market. Moreover, it becomes apparent that there is a relationship between the quality of job descriptions and the successful fit in attracting the right candidates for the open positions. Furthermore, digital technologies offer opportunities for expanding the recruiters’ reach to a wider audience and also support the selection stage, thus increasing the chances of finding suitable staff. As the need to shift from traditional recruitment to e-recruitment in SMEs has been highlighted in the literature, the qualitative research revealed that this need was driven on the one hand by the COVID-19 pandemic when these companies successfully adapted and implemented new online methods of recruiting, but also by the lack of skilled labor, leading to the expansion of recruitment to other parts of the country or even to other countries.

Social implications

With regard to the proportion of men and women used in small and medium-sized companies, there is a clear need to involve and train more women in the predominantly male-dominated industrial and IT sectors. From this point of view, companies tend to devote more interest to integrating communities of women in these industries, as well as in key management positions. Another point of interest that the study highlights is the fact that SMEs have started to get creative with the benefits package they propose to candidates and focus on remote work, hybrid office–home working, or seasonal work to offer future employees a better work–life balance.

Originality/value

The added value of this investigation is filling the gaps in the current literature concerning recruitment procedures currently used by SMEs, the challenges they face and the solutions they advanced to solve them. Furthermore, SMEs often drive innovation and competition in the market and play a crucial role in the supply chain of larger companies, providing them with the goods and services they need to operate and supporting the availability and reliability of products from larger companies. They are often the driving force behind revitalizing local economies and creating new employment opportunities. Consequently, the underlying significance of this study is rooted in the need to modernize and simultaneously improve HR recruitment procedures through the integration of technology and a focus on innovation.

Details

European Business Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0955-534X

Keywords

Article
Publication date: 24 August 2023

Lai-Ying Leong, Teck Soon Hew, Keng-Boon Ooi, Nick Hajli and Garry Wei-Han Tan

Social commerce (SC) is a new genre in electronic commerce (e-commerce) that has great potential. This study proposes a new research framework to address deficiencies in existing…

Abstract

Purpose

Social commerce (SC) is a new genre in electronic commerce (e-commerce) that has great potential. This study proposes a new research framework to address deficiencies in existing social commerce research frameworks (e.g. the information model).

Design/methodology/approach

In the era of Industrial Revolution 4.0 technologies and new social commerce (s-commerce) models, the authors believe that there is an immediate need for a new research framework. The authors analysed the progress of the s-commerce paradigm between 2003 and 2023 by applying longitudinal science mapping. The authors then developed a research framework based on the themes in the strategic diagrams and evolution map.

Findings

From 2003 to 2010, studies on s-commerce mainly focused on social networking sites, virtual communities, social shopping and analytic approaches. From 2011 to 2015, it shifted to s-commerce, consumer behaviour, Web 2.0, artificial intelligence, social technologies, online shopping, user studies, data gathering methods, applications, service-based social commerce constructs, e-commerce and cognitive factors. Social commerce remained the primary research paradigm from 2017 to 2023.

Practical implications

The SC framework may be analogous to popular research frameworks such as technology-organisation-environment (T-O-E) and stimulus-organism-response (S-O-R). Based on this SC framework, researchers may gain a better understanding by determining the factors of the social, commercial, technological and behavioural dimensions.

Originality/value

The authors redefined s-commerce and developed an SC framework. Practical guidelines for the SC framework and an exemplary research model are presented. Overall, this study offers a new research agenda for the extant understanding of s-commerce, with the SC framework as the next frontier of the theoretical advancements and applications of s-commerce.

Details

Internet Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1066-2243

Keywords

Article
Publication date: 4 September 2023

P. Ravi Kiran, Akriti Chaubey and Rajesh Kumar Shastri

The research paper aims to analyse the scholarly literature on advancing HR analytics as an intervention for attrition, a problem that lingers on organisational performance. This…

760

Abstract

Purpose

The research paper aims to analyse the scholarly literature on advancing HR analytics as an intervention for attrition, a problem that lingers on organisational performance. This study aspires to provide an in-depth literature review and critically assess the knowledge gaps in HR analytics and attritions within organisational performance.

Design/methodology/approach

The review analyses the corpus of 196 research articles published in ostensible journals between 2011 and 2023. To identify research gaps and provide valuable insights, this study synthesises relevant studies using School of thought (S), Context (C), Methodology (M), Triggers (T), Barriers (B), Facilitators (F) and Outcomes (O) (SCM-TBFO framework). This study employs the R programming language to conduct a systematic literature review in accordance with the “preferred reporting items for systematic reviews and meta-analysis” (PRISMA) guidelines.

Findings

The emerging discipline of HR analytics encompasses the potential to manage attrition and drive organisational performance enhancements effectively. The study of SCM-TBFO encompasses a multidimensional approach, incorporating diverse perspectives and analysing its complex aspects compared to various approaches. The School of thought includes the human capital theory, expectancy theory and resource-based view. The varied research contexts entail the USA, United Kingdom, China, France, Italy and India. Further, the methodologies adopted in the studies are artificial neural networking (ANN), regression, structure equation modelling (SEM) case studies and other theoretical studies. HR analytics and attrition triggers are data mining decision systems, forecasting for firm performance and employee satisfaction. The barriers include leadership styles, cultural adaptability and lack of analytic skills, data security and organisational orientation. The facilitators were categorised into data and technology-related facilitators, human resource policies and organisational growth and performance-related facilitators. The study's primary outcomes are technology adoption, effective HR policies, HR strategies, employee satisfaction, career and organisational expansion and growth.

Originality/value

The primary goal of the literature review is to provide a comprehensive overview of the current state of HR analytics and its impact on organisational performance, particularly in relation to attrition. Further, the study suggests that attrition, a critical organisational concern, can be effectively managed by strategically utilising HR analytics and empowering data-driven interventions that optimise performance and enhance overall organisational outcomes.

Details

Benchmarking: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1463-5771

Keywords

Article
Publication date: 10 January 2024

Abeer F. Alkhwaldi

Due to its ability to support well-informed decision-making, business intelligence (BI) has grown in popularity among executives across a range of industries. However, given the…

Abstract

Purpose

Due to its ability to support well-informed decision-making, business intelligence (BI) has grown in popularity among executives across a range of industries. However, given the volume of data collected in health-care organizations, there is a lack of exploration concerning its implementation. Consequently, this research paper aims to investigate the key factors affecting the acceptance and use of BI in healthcare organizations.

Design/methodology/approach

Leveraging the theoretical lens of the “unified theory of acceptance and use of technology” (UTAUT), a study framework was proposed and integrated with three context-related factors, including “rational decision-making culture” (RDC), “perceived threat to professional autonomy” (PTA) and “medical–legal risk” (MLR). The variables in the study framework were categorized as follows: information systems (IS) perspective; organizational perspective; and user perspective. In Jordan, 434 healthcare professionals participated in a cross-sectional online survey that was used to collect data.

Findings

The findings of the “structural equation modeling” revealed that professionals’ behavioral intentions toward using BI systems were significantly affected by performance expectancy, social influence, facilitating conditions, MLR, RDC and PTA. Also, an insignificant effect of PTA on PE was found based on the results of statistical analysis. These variables explained 68% of the variance (R2) in the individuals’ intentions to use BI-based health-care systems.

Practical implications

To promote the acceptance and use of BI technology in health-care settings, developers, designers, service providers and decision-makers will find this study to have a number of practical implications. Additionally, it will support the development of effective strategies and BI-based health-care systems based on these study results, attracting the interest of many users.

Originality/value

To the best of the author’s knowledge, this is one of the first studies that integrates the UTAUT model with three contextual factors (RDC, PTA and MLR) in addition to examining the suggested framework in a developing nation (Jordan). This study is one of the few in which the users’ acceptance behavior of BI systems was investigated in a health-care setting. More specifically, to the best of the author’s knowledge, this is the first study that reveals the critical antecedents of individuals’ intention to accept BI for health-care purposes in the Jordanian context.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

Keywords

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