Search results

The purpose of our study was two-fold: (1) to examine the effect of perceived value derived from perceived benefits and sacrifices in the adoption of artificial intelligence (AI) in talent acquisition and (2) to investigate the moderating role of human resource (HR) readiness in the association between perceived value and AI adoption intention.

A structured questionnaire was administered to 198 talent acquisition executives and HR professionals of Indian IT companies based on a purposive sampling technique. Partial least squares structural equation modeling (PLS-SEM) was used on the Smart PLS 2.0 platform to analyse the data and test the model.

Results revealed that perceived benefits and sacrifices significantly predict perceived value which significantly affects the HR professional’s AI adoption intention. The study further found that HR readiness moderates the link between perceived value and the intention of HR professionals to adopt AI in the talent acquisition process in the Indian IT industry.

IT companies are advised to continuously monitor and evaluate the performance of AI tools to ensure that they are meeting the recruitment process needs to leverage AI’s benefits in talent acquisition. This study seeks to provide the impetus for a planned AI adoption in talent acquisition.

This research provides ample evidence for the existing technology adoption theories. It explored the predictors of adoption by validating the value-based adoption model in the Indian context. It provides valuable insights into the practice of acquiring talents in the IT sector using artificial intelligence.

The COVID-19 outbreak disrupted the business environment and severely affected the morale and performance of the employees. Further, the Indian automobile industry witnessed major setbacks and drastically impacted sector in COVID-19. Talent agility is an emerging concept in the field of HRM that will foster innovations and productivity in the automobile industry. Thus, this study aims to explore the barriers to building in-house agile talents in the Indian automobile industry in the new normal.

The barriers of talent agility were identified through a literature review and validated through experts’ opinions. This study used a hybrid approach, which combines Interpretive Structural Modelling-Polarity (ISM-P) and decision-making trial and evaluation laboratory (DEMATEL) to develop a hierarchical structural model of the barriers, followed by classification into cause and effect groups.

The result of the multi-method approach identified that shortage of skills and competencies, lack of IT infrastructure, lack of ambidextrous leaders, lack of smart HRM technologies and practices, lack of attractive reward system/career management, poor advanced T&D, poor industry, institute interface and financial constraints are the critical barriers.

It can provide a strategic roadmap for automobile manufacturers to promote talent agility in the current wave of digitalization (Industry 4.0). This study can help the managers to address and overcome the barrier and hurdles in building talent agility.

This study is unique in that it addresses the contemporary issues related to talent agility in the context of the Indian automobile industry in the current rapidly changing environment. This study developed a holistic integrated ISM(P)-DEMATEL hierarchical framework on the barriers of talent agility indicating inner dependency weights, i.e., the strength of interrelationship between the barriers.

The success of the organization depends on its sustainability and growth in the competitive market. Retention and attraction of talent in the organization are strongly associated with organizational performance. Employer branding is an outcome activity that helps organizations show their strength to attract and retain talent. Talent management practices are mostly essential in the current context for retaining talent. This study aims to explore and identify the contributing factors in efficient talent management and to examine whether the factors contributing to employer branding differ concerning different demographic profiles of the employees for information technology organizations.

Data were collected from 617 adult participants using an 85-item questionnaire on talent management comprising 25 domains, developed for the present study.

Principal component analysis of the data indicated that 20 different factors make an impact in developing strong talent management practices. Three broad areas were identified, namely, personal benefits and growth, transparent organizational culture and social commitment of the organizations.

Present research has not taken care of few other factors associated with the organization where employees’ retention gets adversely effected such as evaluation of performance and compensation management, training and development, etc. So, future research can be conducted these areas. These aspects are also required to be incorporated in future research.

Several implications of the present research can be presented in the following areas. It is found in the present research that the effectiveness of the talent management system mostly depends on personal benefits and growth, organizational culture and climate and the organizational out. Apart from the academic implications of the present research, practical implications of the present study cannot be ignored. The components and elements of the talent management in the perspectives employer branding can also appropriately applied by the organizations.

The contribution of the study lies in exploring and identifying three important aspects of the organization in talent management. Findings will have implications for different organizations in understanding, developing and implementing policies related to employer branding and talent management.

This paper aims to examine whether chief executive officer’s (CEO) information technology (IT) background can affect enterprises’ continuous green innovation (CGI).

This study uses the data of China’s listed enterprises from 2011 to 2019.

The statistical results reveal that when a company hires a CEO with an IT background, its CGI can be higher. Firm ownership, firm digitization and industry bias alter the impact of CEO’s IT background on firms’ CGI. This effect is most pronounced in non-state-owned enterprises (non-SOEs), high-digitalized enterprises and skill-biased industries, while not in SOEs, low-digitalized enterprises and labor-biased industries.

This study has practical implications, as it measures CGI of enterprises. It also points to the necessity for a CEO’s IT background to enhance CGI.

The findings provide new strategies for incentivizing sustainable development and green innovation.

To the best of the authors’ knowledge, this study is the first to discuss the association between CEO’s IT background and enterprises’ CGI. The conclusions enrich both upper echelons theory and enterprise green innovation literature.

This paper aims to understand the current development situation of scientific data management policy in China, analyze the content structure of the policy and provide a theoretical basis for the improvement and optimization of the policy system.

China's scientific data management policies were obtained through various channels such as searching government websites and policy and legal database, and 209 policies were finally identified as the sample for analysis after being screened and integrated. A three-dimensional framework was constructed based on the perspective of policy tools, combining stakeholder and lifecycle theories. And the content of policy texts was coded and quantitatively analyzed according to this framework.

China's scientific data management policies can be divided into four stages according to the time sequence: infancy, preliminary exploration, comprehensive promotion and key implementation. The policies use a combination of three types of policy tools: supply-side, environmental-side and demand-side, involving multiple stakeholders and covering all stages of the lifecycle. But policy tools and their application to stakeholders and lifecycle stages are imbalanced. The development of future scientific data management policy should strengthen the balance of policy tools, promote the participation of multiple subjects and focus on the supervision of the whole lifecycle.

This paper constructs a three-dimensional analytical framework and uses content analysis to quantitatively analyze scientific data management policy texts, extending the research perspective and research content in the field of scientific data management. The study identifies policy focuses and proposes several strategies that will help optimize the scientific data management policy.

Based on Chinese incubators as the research sample, this paper aims to examine whether and how incubators' entrepreneurial mentoring and financial support affect incubator patent licensing. Entrepreneurial mentoring functions through the buffering mechanism and financial support functions through the bridging and curating mechanisms.

A negative binomial model is used to empirically explain the relation between entrepreneurial mentoring or financial support and incubator patent licensing. In addition, a cross-sectional test is performed to explore whether province-level incubator support policies strengthen the effect of entrepreneurial mentoring and financial support on incubator patent licensing.

The results reveal that incubators' entrepreneurial mentoring positively affects patent licensing. In contrast, incubators' financial support has an inverted U-shaped relationship with patent licensing. In addition, the two relations are stronger when an incubator locates in a province with more incubator support policies.

The authors contribute to the literature on incubator performance by identifying an important but less discussed factor: entrepreneurial mentoring. Through the connection with mentors, tenants efficiently commercialize the value of their patents, facilitate patent licensing and expand the product market. Furthermore, the inverted U-shaped association between financial support and patent licensing shows that incubation support does not always have a linear effect on incubator patent licensing. Overall, this study provides evidence on the effect of incubator support on incubator patent licensing.

This study aims to investigate the factors affecting urban economic development in emerging economic market countries and to provide a new research perspective on urban skyscraper construction.

An empirical analysis based on a difference-in-differences (DID) model is conducted using data of urban data in China that expand into developed markets from 2003 to 2018.

The results of the spatial heterogeneity test indicate that the construction of skyscrapers has a significant promotional effect on the eastern city's economy. In contrast, it has a significant inhibitory effect in the central and western regions. Further findings demonstrate that the construction of skyscrapers can influence urban economic development by promoting industrial agglomeration, especially when the transmission effect of the diversified accumulation of tertiary industry is more prominent. The expansion analysis shows that skyscrapers have increased the level of trade in the city, and the impact on trade has an optimal height.

This paper focuses on the economic and trade effects of skyscrapers, and the optimal height of skyscrapers needs to be discussed in more depth, which is also the next problem the researchers need to study.

The government should attach importance to and promote the construction of urban skyscrapers, and do a good job in overall planning and design. The city should formulate preferential policies in land, taxation, finance, system and other aspects to increase support for urban skyscraper construction and promote local economic development.

This study focuses on the impact of urban skyscraper construction on the economic and trade development of cities in developing countries, which not only complements the relevant research on the economic effects of urban skyscraper construction, but also helps to provide reference for the sustainable development of urbanization in many developing countries.

After the global financial crisis, many countries deregulated their banking sectors. The banking sector has become the major funding supplier in most emerging countries. Bank in Indonesia has provided an essential role as an intermediary institution in matching up surplus and deficit parties with a relatively concentrated market structure. Moreover, banks should innovate and diversify to provide excellent products and services to their customers and win the market. More diversified banks are expected to have better performance and more resilience, especially during a crisis. This study examines the relationship among bank market power, diversification, and bank stability of listed bank companies in Indonesia from 2008 to 2020. This study employs a two-step system GMM to deal with potential endogeneity. This study finds that banks’ market power and diversification affect bank stability, and the presence of crisis encourages banks to be more prudent. The result of this study provides insightful implications for academics and policy-makers.

This paper aims to propose a research model with eight constructs, i.e. BDA leadership, BDA talent quality, BDA security quality, BDA privacy quality, innovation, financial performance, market performance and customer satisfaction.

The research model focuses on whether (1) Big Data Analytics (BDA) leadership influences BDA talent quality, (2) BDA talent quality influences BDA security quality, (3) BDA talent quality influences BDA privacy quality, (4) BDA talent quality influences Innovation and (5) innovation influences a firm's performance (financial, market and customer satisfaction). An instrument was designed and administered electronically to a diverse set of employees (N = 188) in various organizations in the USA. Collected data were analyzed through a partial least square structural equation modeling.

Results showed that leadership significantly and positively affects BDA talent quality, which, in turn, significantly and positively impacts security quality, privacy quality and innovation. Moreover, innovation significantly and positively impacts firm performance. The theoretical and practical implications of the findings are discussed. Recommendations for future research are provided.

The study provides empirical evidence that leadership significantly and positively impacts BDA talent quality. BDA talent quality, in turn, positively impacts security quality, privacy quality and innovation. This is important, as these are all critical factors for organizations that collect and use big data. Finally, the study demonstrates that innovation significantly and positively impacts financial performance, market performance and customer satisfaction. The originality of the research results makes them a valuable addition to the literature on big data analytics. They provide new insights into the factors that drive organizational success in this rapidly evolving field.

The research examines the role of Smart HRM 4.0 in developing dynamic capabilities and its impact on human resources and organizational performance.

The authors used a grounded theory approach and conducted interviews of 39 senior HR managers from IT, ITeS, consulting, services and E-commerce companies through a semi-structured questionnaire. The authors analyzed the interview data with NVivo 8.0 to identify the themes related to the dynamic capabilities to Smart 4.0 HR practices.

The study provides a conceptual framework for organizational performance using dynamic capabilities built due to Smart HRM 4.0 practices. Organizations use Smart HRM 4.0 to develop dynamic capabilities: building learning and knowledge sharing capability and integration, reconfiguration capabilities. Further, the dynamic capabilities contribute to HR and organizational performance.

This study divulges the role of Smart HRM 4.0 practices in developing dynamic capabilities in Indian firms. The study provides an appealing insight into the structural link between Smart HRM 4.0 and dynamic capabilities, which are yet to be explored. This study extends the Smart HRM 4.0 and dynamic capabilities concepts for senior HR professionals and contributes to human resource management and organizational performance literature.