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1 – 3 of 3Rachael Millard and M. Bilal Akbar
This paper aims to understand what reflexivity means and explores which types of reflexivity could be applied within social marketing practice as a critical approach to overcoming…
Abstract
Purpose
This paper aims to understand what reflexivity means and explores which types of reflexivity could be applied within social marketing practice as a critical approach to overcoming failures.
Design/methodology/approach
This paper is a critical literature review.
Findings
The study proposes a typology for a reflexive approach to social marketing practice to overcome failures. The typology is built on self and critical reflexivity, simultaneously allowing social marketers to reflect on external and internal factors that may affect the individual's role and could negatively affect social marketing practice unless otherwise considered. The types of reflexivity discussed are not prescriptive; instead, the authors intend to provoke further discussion on an under-researched but vital area of social marketing.
Research limitations/implications
The proposed typology is conceptual; an empirical investigation to gain social marketer's views would further enhance the effectiveness of the applications of the typology.
Practical implications
Social marketers could use the proposed typology for future practice.
Originality/value
This is the first study that conceptualises various types of reflexivity within social marketing practice to overcome failures.
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Keywords
Michael Climek, Rachel Henry and Shinhee Jeong
The purpose of this study is to synthesize the current turnover literature that has investigated the nonfinancial antecedents of turnover intention across generations. This paper…
Abstract
Purpose
The purpose of this study is to synthesize the current turnover literature that has investigated the nonfinancial antecedents of turnover intention across generations. This paper provides an integrative and analytical review of prior empirical studies with two research questions: What nonfinancial factors influencing employee turnover have been empirically identified across different generations? and What generational commonalities and uniqueness exist among the turnover antecedents?
Design/methodology/approach
To identify nonfinancial antecedents of employee turnover, an integrative literature review that allows a systematic process of searching and selecting literature was conducted. While synthesizing the antecedents identified in the articles, the authors were able to categorize them at three different levels: individual, group and organizational
Findings
The authors discuss each antecedent according to three categories: individual, group and organizational levels. Based on the findings from the first research question, the authors further explore the commonalities and uniqueness among three generations (i.e. Millennials, Generation X and older workers).
Originality/value
This study found both generational commonalities and uniqueness in terms of turnover intention antecedents. Based on the findings of the study, the authors discuss how to facilitate these common factors across all generations as well as considering the factors unique to each generation. Differentiation within organizations regarding retention strategies should yield positive results for both employees and organizations.
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Keywords
The COVID-19 pandemic ushered in multiple challenges for employees, which led to employee turnover, disengagement at work, employees’ mental health issues, etc. The study tries to…
Abstract
The COVID-19 pandemic ushered in multiple challenges for employees, which led to employee turnover, disengagement at work, employees’ mental health issues, etc. The study tries to elucidate how artificial intelligence (AI) herald great promise in human resource management in decreasing cost, attrition level and enhancing productivity. Considering the dearth of studies on recent trends in human resource management (HRM) in the context of AI, the study elucidates the role of AI in facilitating seamless onboarding, diversity and inclusion (D&I), work engagement, emotional intelligence and employees’ mental health. Thus, a conceptual model of recent trends in HRM in the context of AI and its organisational outcomes is proposed. A systematic review and meta-synthesis method are undertaken. A systematic literature review assisted in critically analysing, synthesising, and mapping the extant literature by identifying the broad themes. The findings of the study suggest that using natural language processing (NLP) and robots has eased the onboarding process. D&I is promoted using data analytics, big data, machine learning, predictive analysis and NLP. Furthermore, NLP and data analytics have proved to be highly effective in engaging employees. Emotional Intelligence is applied through AI simulation and intelligent robots. On the other hand, chatbots, employee pulse surveys, wearable technology, and intelligent robots have paved way for employees’ mental health. The study also reveals that using AI in HRM leads to enhanced organisational performance, reduced cost and decreased intention to quit the organisation. Thus, AI in HRM provides a competitive edge to organisations by enhancing the performance of the employees.
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